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As we kick off the new year, it’s a good time to review your Contracts of Employment, Policies and Data Protection compliance and make sure they are up to date. And if some of your employment contracts need attention, don’t forget we can help you to ensure that they are legally compliant and effective in protecting your business and managing employees going forwards.

Whilst we all tend to think of a contract as a paper document, it can also be based on verbal agreements, implied terms (e.g., a duty of trust between employer and employee) – or even the wording in a job advertisement. And because employment law can be updated, a regular review of an employment contract can help protect your rights and entitlements as an employer, as well as those of your employees. And don’t forget that terms of employment under a contract can only be varied if both you and your employee agree to a variation.

Fit for purpose

In the last 12 months, there have been a few regulatory and employment law developments, so it’s worth checking that when it comes to your employees, your contracts are fit for purpose. Here are some issues and areas that might necessitate a review.

  • From April 2020, all new employees and workers have the right to receive either a Contract of Employment or a statement of written particulars on or before their first day of employment. Previously as an employer you had 8 weeks to do this.
  • If your organisation has had a structural reorganisation, merged with another company, sold specific divisions or departments, relocated your workforce or you have had to make redundancies.
  • If you have experienced any disputes around current employment contracts, make sure that you double check that contracts are accurate when it comes to salary/pay, holiday, annual leave entitlement and pay, equal pay or flexible working requests.

It’s not just your employment contracts…

As well as reviewing your contracts, you might want to check a few other important documents. We encourage you to:

  1. Ensure your Company Handbook is up to date.
  2. Make sure that important policies (if you don’t have a Company Handbook), including Internet, Email, Social Media, Computer and Privacy are accurate, up to date and in place.
  3. Check that your Company’s General Data Protection Regulations (GDPR) compliance is still effective.

Remember when it comes to contracts, policies and regulations, it’s worth making the effort now to safeguard against future misunderstandings and any potential issues or disputes. For professional HR advice, guidance and support, please get in touch by emailing caroline.robertson@actifhr.co.uk or telephone 01327 317537.